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VT readers ask questions about volunteer management and administration. Ask Connie, an experienced volunteer manager, consultant and trainer, provides the answers for all to see.
Send questions to AskConnieP@cs.com

~2014 ~


Dear Readers:

Recently I’ve been asked several times for a guide to volunteer performance evaluations or reviews.  It’s a task that many volunteers and staff often dislike and/or overlook.  Let’s face it – “reviewing” someone’s performance can be uncomfortable sometimes.  But, it doesn’t have to be if you’re coaching volunteers throughout the year and if you frame the evaluation as an opportunity for both staff and volunteers to decide what’s working and what isn’t working.  I encourage you to coach volunteers throughout the year and to do a formal assessment at least every two years.  Here is a generic form that you can use as a guide and adapt to your circumstances. 


Name: _________________________________________________________

Supervisor: ___________________________________________                     Date:    __________


Volunteer Vision Statement:  We celebrate the unique contributions of our volunteers who join us as steadfast ambassadors of XYZ Organization and leaders in providing [services]. 

The purpose of this evaluation is to help our volunteers work to their greatest potential and to help XYZ better involve volunteers in participating in their success at XYZ.

Please assess the above named volunteer by considering the following competencies and key behaviors.  [This statement can be directed toward either staff or a volunteer who does a self-assessment.]

Please rate each item as Excellent, Good, Fair, or Poor, and feel free to include your comments in the appropriate section.

1. Adheres to XYZ's policies.        
2. Can work independently.        
3. Desires to grow and learn.
4. Displays integrity.        
5. Displays appropriate enthusiasm and/or attitude        
6. Follows instructions.        
7. Gives and takes feedback well.        
8. Handles difficult situations effectively and appropriately.        
9. Handles difficult people(visitors, volunteers, staff, clients, members, patrons) effectively and appropirately.        
10. Leads when appropriate        
11. Conducts hin/herself in a professional manner at all times.        
12. Manages time efficiently.        
13. High quality of work performed.        
14. Punctuality/attendance        
15. Respectfulness.        
16. Respects confidnetiality.        
17. Responsive        
18. Self motivated        
19. Shares XYZ's mission.        
20. Exhibits concern for participants (clients, visitors, customers, etc.) \.        
21. Willing to help where needed.        
22. Works well w/staff        
23. Works well w/ participants (clients cutomers, visitors, etc.)       ``
24. Works well w/other volunteers        

.Thank you for completing this evaluation. Please return it to XXXXX by XXXX date.  The results will be shared with the volunteer and staff partners. 

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Do you have a question? Now you too can ask an expert!

Connie Pirtle, of Strategic NonProfit-Resources, has 25 years' experience in working with volunteers. She has consulted and/or trained for such organizations as the Washington National Cathedral, Anchorage Symphony Orchestra, Chamber Music America, and the Association for Volunteer Administration.

Send your questions to Connie at AskConnieP@cs.com.
Connie Pirtle
Strategic Nonprofit Resources
314 E. Marie Dr. * Stillwater, OK 74075 * VOICE: 405.372.8142 or 202-306-1492

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